Strategic Priorities Pursued by PepsiCo

Discuss about the Human Resource Management to Employee Engagement.

The purpose of this report is to provide brief information about the importance of flexibility of the employees in an organization. Companies have now days started recognizing the importance of flexible workplace environment that is helping them in sustaining the employee turnover rate in the environment. The report explains the importance of flexibility in environment and in HR practices as well by the way of case study of PepsiCo Company. The CEO of the company Robbert Rietbroek aims to use ‘leave loudly’ strategy before leaving the office every time.

Further, the below mentioned report examines the strategic priorities of PepsiCo company pursued in the target market. It also explains the rationale of the organization for using the ‘leave loudly’ at their workplace and its impact on the HR strategies of the company as well. The latter part of the report explains the way in which the personal life of Robbert Rietbroek shaped the implementation of this type of policy in business and the ways in which this strategy can improve the productivity and morale at workplace. More details about the report are discussed below:

Apart from doing business and earning profits, the company has understood their responsibility for the people of the company and the community on a whole. The company believes that corporate citizenship is not only important for the society but it is important for their business as well. So, it should be noted that along with monetary incentives, the company prioritize goodness in their activities so as to gain appreciation in the target market (Gilley, et. al., 2015). Further, below mentioned are some of the strategic priorities for the human resource of the company:

• Values: The values of the company are to deliver sustainable power to the employees of the company by building trust and acting responsibly with them. The values of the company are inherited in the corporate culture that gives rises to positivity in the environment. The company always cares for the people with whom they work in the society (PepsiCo, 2018).
• Diversity: It is one of the most important human resource activities that is initiated by the management of the company. As the organization is involved providing is products and services worldwide, thus it initiates to employ people from the different parts of the world to promote globalization and unity worldwide. The company also respects the culture of different communities and help expatriates adjusting in diverse environment (Direnzo, Greenhaus, & Weer, 2015).
• Flexibility: The Company PepsiCo is renowned worldwide for providing flexible services to the employees in the environment. This is one of the reason due to which the employees turnover of the company has subsequently reduced to 7%. The top level management uses and encourage all the employees to use the ‘leave loudly’ strategy in the company.
• Work life balance: The management always tries and encourages the employees to maintain a work life balance. The company understands the importance of personal life as well due to which they give time to the employees to fulfill their personal responsibility along with professional ones (Bal, & De Lange, 2015).

Before evaluating the rational of CEO Robbert Rietbroek to use leave loudly policy in their business, it is important to understand the meaning of leave loudly. Leave loudly refers to the policy under which the employees of the company are given a chance to manage their personal as well as professional lives. Under this policy, the employees take out time to do their personal things as well. The CEO of the company PepsiCo encourages this act as well (Cahill, McNamara, Pitt-Catsouphes, & Valcour, 2015). Further, it should be noted that the leave loudly policy is one of the important policy that people need in the current environment. This strategy helps the employees to take out time from their busy schedule to fulfill their personal responsibilities as well. Robbert Rietbroek believes that if he will leave the office early just to pick his daughter from school, and if he is doing it loudly by communicating it to all the other employees, then the middle and new hires can leave early too if they have some personal work to perform (Kossek, Thompson, & Lautsch, 2015).

Reason of Implementing ‘Leave Loudly’ Strategy

The reason for initiating this strategy in the organization is to encourage family-friendly and flexible policies at work place. This policy helps the employees to give time to their families and themselves as well. In the current environment, every person is busy working and earning money due to which they started forgetting the importance of families and somehow there is no work life balance. Thus, this policy will help employee to do things that they are unable to perform due to their job. Further, one significant reason to initiate this policy is to satisfy the employees of the company in long run. These short breaks will help the employees to do things that they love which will keep them motivated towards their job as well. Thus, initiation of this strategy keeps PepsiCo in win-win situation. With this strategy, the company aims to reduce the act of presenteeism from the company. Through this act, the company aims to eliminate presenteeism and help the employees to go early and perform activities for which they do not get time with the initiation of job (Mas-Machuca, Berbegal-Mirabent, & Alegre, 2016).

With the use of ‘leave loudly’ policy it has become easier for the organization to manage the employees. The employees always stay satisfied with the activities of the company. Further, below mentioned are ways in which HR manager aligns other human resource practices with the leave loudly strategy in organization:

• Equity and diversity: It is the objective of the human resource management team of the company to maintain equality and diversity in the organization. The company being placed in the international market due to which they get the opportunity to employ people from different parts of the world. Further, the organization also aims to manage equality at workplace by employing female employees and promoting them as well. Further, the company believes that women at workplace get leverage to perform their personal activities but men on the other hand are always expected to focus on their work and job. Thus, the leave loudly policy encourages all employees irrespective of their caste, sex, age, gender to leave the office early in order to perform their personal work (Mellner, Aronsson, & Kecklund, 2014).
• Workforce planning and development: workplace planning and development refers to a continual process initiated by the HR manager of the company with respect to align the needs and priorities of the employees with that of the organization. Under this process, the management aims to ensure that all the clerical work along with legislations of the company and the employees of the company are also satisfied. The policy of leave loudly helps the company to prioritize the personal priorities of the company. The company initiates one simple thing policy under which they encourage the employees to fulfill one thing that they love by leveraging the time they work (Williams, Berdahl, & Vandello, 2016).
• Social responsibility: As discussed above, the organization believes that the corporate social responsibility is not made for the customers but for the company as well. With the help of this process, the organization can identify the activities that are good or bad for the employees and other stakeholders of the company. Further, the company PepsiCo adequately fulfills their social responsibility by providing the employees flexible working hours and freedom to perform acts as well. This aspect helps the company to keep the employees satisfied as well. The company also aims to promote flexibility at workplace in the whole industry as well (Kim, 2014).
• Work-life balance: The leave loudly properly support the company in helping the employees to maintain work life balance. As the organization gives time to the employees to leave early or come late, thus it helps them to complete their personal work as well. The company helps the employee to do the work that they are fond of or their personal responsibility that they are unable to fulfill after the job. Just like the CEO of the company, the HR management encourages the employees to before time to do their personal work; this aspect helps the employees to prioritizing their personal life apart from professional objectives as well (Earl, & Taylor, 2015).

The CEO of PepsiCo Robbert Rietbroek is the father of two children who is been working in the industry past 16 years, states that from his experience he has learned that it is very difficult for the employees to maintain a balance in work and family commitments. This ineffective balance in life makes people bored of the job and work due to which they switch to other organizations. Also, the CEO of the company believes that if he is occasionally going to pick up his daughter before the shift time ends, then he make sure that he tell this to all the employees loud and clear so that people believe that if boss can go they can too (Zheng, Molineux, Mirshekary, & Scarparo, 2015). Robbert Rietbroek believe that just like it is important for people to fulfill their responsibility for their job and the company, in the same way it is important for them to fulfill their personal obligations. Robbert also suggests to he wants to promote the family friendly workplace policies for the employees including flexible working hours, 16-week parental leave and summer Fridays. Also, also stated that he wants to eliminate presenteeism from the society. The personal experience of the CEO of the company states that flexibility in the environment will help the employees to focus on their priorities and work on them as well. This aspect will also help the company hold the employees and keep them satisfied in long run (Litano, & Major, 2016).

‘Leave Loudly’ Policy and HR Practices

The significance of leave loudly strategy in improving mortality and productivity of the company PepsiCo is discussed below:

• The leave loudly policy encourages the employees to prioritize their personal life apart from their job that increases the act of flexibility in the company. With the increase in flexibility, the satisfaction level of the employees is subsequently increased because now they can fulfill their personal requirements as well. Apart from the employees, this act will keep the family members of the employee satisfied resulting to which, the moral obligation of the company will complete automatically (Koch, & Binnewies, 2015).
• With the increase in satisfaction level of the employees, the company will easily help the employees to increase the productivity of the organization. Human resource is the biggest asset of the company, the human resource optimally use all the other resource to increase the productivity for the company. So, with the initiation of leave loudly policy the employees will attain satisfaction from the company that will motivate them to work for the organization and help them to achieve the goal as well (Russo, Shteigman, & Carmeli, 2016).
• Further, this strategy also increases the morale of employees. This aspect motivates the employees to work progressively so as to deliver their optimum efforts in the activities of the company. Also, this aspect increases unity at workplace as one employee wants to leave early the other manages the work and vice versa. This act introduces integrity and unity at workplace (Ferguson, Carlson, & Kacmar, 2015).

Conclusion

Thus, in the limelight of above mentioned events, it should be noted that the policy implemented by the CEO of PepsiCo helps the organization in smoothening the business process and increasing the productivity of the company as well. The leave loudly policy helps the organization in creating work life balance and taking out time to perform their personal work as well. This aspect initiates flexibility in the organization and supports the employees as well. If the CEO leaves occasionally then he makes sure that everybody knows it so that they can feel that if he can leave early then can also leave before time occasionally. This policy helps in adequately fulfilling the human resource management activities as well. Further, the report also explains that this initiation is led by the CEO of the company to encourage family friendly workplace environment and eliminate presenteeism as well.

References

Bal, P. M., & De Lange, A. H. (2015). From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study. Journal of Occupational and Organizational Psychology, 88(1), 126-154.

Cahill, K. E., McNamara, T. K., Pitt-Catsouphes, M., & Valcour, M. (2015). Linking shifts in the national economy with changes in job satisfaction, employee engagement and work–life balance. Journal of Behavioral and Experimental Economics, 56, 40-54.

Direnzo, M. S., Greenhaus, J. H., & Weer, C. H. (2015). Relationship between protean career orientation and work–life balance: A resource perspective. Journal of Organizational Behavior, 36(4), 538-560.

Earl, C., & Taylor, P. (2015). Is workplace flexibility good policy? Evaluating the efficacy of age management strategies for older women workers. Work, Aging and Retirement, 1(2), 214-226.

Ferguson, M., Carlson, D., & Kacmar, K. M. (2015). Flexing work boundaries: The spillover and crossover of workplace support. Personnel Psychology, 68(3), 581-614.

Gilley, A., Waddell, K., Hall, A., Jackson, S. A., & Gilley, J. W. (2015). Manager behavior, generation, and influence on work-life balance: An empirical investigation. Journal of Applied Management and Entrepreneurship, 20(1), 3.

Kim, H. K. (2014). Work-life balance and employees’ performance: The mediating role of affective commitment. Global Business and Management Research, 6(1), 37.

Koch, A. R., & Binnewies, C. (2015). Setting a good example: Supervisors as work-life-friendly role models within the context of boundary management. Journal of Occupational Health Psychology, 20(1), 82.

Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2015). Balanced workplace flexibility: avoiding the traps. California Management Review, 57(4), 5-25.

Litano, M. L., & Major, D. A. (2016). Facilitating a whole-life approach to career development: The role of organizational leadership. Journal of Career Development, 43(1), 52-65.

Mas-Machuca, M., Berbegal-Mirabent, J., & Alegre, I. (2016). Work-life balance and its relationship with organizational pride and job satisfaction. Journal of Managerial Psychology, 31(2), 586-602.

Mellner, C., Aronsson, G., & Kecklund, G. (2014). Boundary management preferences, boundary control, and work-life balance among full-time employed professionals in knowledge-intensive, flexible work. Nordic journal of working life studies, 4(4), 7.

PepsiCo, (2018). PepsiCo Global Human Rights Workplace Policy. Retrieved from < https://suntorypepsico.vn/page/corporate-culture >

Russo, M., Shteigman, A., & Carmeli, A. (2016). Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work. The Journal of Positive Psychology, 11(2), 173-188.

Williams, J. C., Berdahl, J. L., & Vandello, J. A. (2016). Beyond work-life “integration”. Annual review of psychology, 67, 515-539.

Zheng, C., Molineux, J., Mirshekary, S., & Scarparo, S. (2015). Developing individual and organisational work-life balance strategies to improve employee health and wellbeing. Employee Relations, 37(3), 354-379.